When other personnel see a coworker getting away with disobedient behavior, it encourages them to act the same way. My expectation is your rough and arrogant behavior stop immediately. This way of handling bad employees will help preserve a more orderly workplace making it better for all of your employees. Unfortunately it is easy for a fired at will employee to bring a case against you claiming you had no real ground for termination. Unfortunately, too many hr managers or small business owners suffer with a worker who is lacking because they fear law suit.

Of course, guideline schedules vary. This should include a lay off letter. Since your primary purpose is to make the jobholder happy and stop anger, you should write the memorandum as positively as possible. Probably the stories from the accuser and the accused workers will differ. Only layoff a probationary worker for a clearly recorded, legitimate and fair reason. Or, if the supervisor laid off him for gross misconduct, then you must give the difficult worker a final written warning, and lay off him the next time he crosses the line . This creates recorded substantiation that all workforce know the workplace standards. While this may be the case, and only you can decide, sometimes personnel have troubles related to their life outside their work environment. Meet with Employees Individually: Understand that some workers will find the dismissal more difficult to accept. o Marital status (married, divorced, single, living together and so on).